By akademiotoelektronik, 07/08/2022

High -voltage recruitments: What solutions to manage this crisis?

Following the lifting of certain health constraints, in September 2021 nearly 300,000 jobs remain to be filled, according to the Banque de France.Among the sectors most affected by these recruitment difficulties: health and medico-social, hotel and restoration, industry, construction, retail and logistics.

The origins of these difficulties vary according to the areas: shortages of potential candidates, lack of attractiveness on the least qualified trades, market transfer, difficult working conditions.A Dares report published in October 2021 showed that in 2019, 6 in 10 trades were in recruitment tension, against 1 in 4 in 2015 in 2015.

To help companies deal with these difficulties, the government has proposed a recruitment tensions reduction plan, effective since October 2021 and mainly aimed at guiding job seekers to the most requested professions and facilitate professional transitions.

In addition to these recruitment difficulties, organizations are also facing a net increased rate between 2019 and 2020, progressing by 24% (Ayming 2021 barometer).Unsurprisingly, the health sector has undergone the greatest flight of its absenteeism rate (+30%) to exceed 8%.All sectors combined, this increase is essentially linked to the disease, including 25% to the COVID.Finally, in 2020, absenteeism concerned 41% of employees and there was an average of 25 days of absence per employee.

The coexistence of tensions on recruitment and absenteeism is a real challenge.Between the intrinsic state of the job market in certain sectors, political wishes, a change in paradigm concerning supply and demand, how can organizations take over their destiny in terms of recruitment and management of absenteeism?

The challenges of recruitment, replacement and reinforcement on the scale of the organization: the example of the health sector

In the context of health crisis, the health and medico-social sector has experienced a particular highlight.During the most critical periods, "the top of the wave", we noticed how much we lacked human resources to meet the challenges that our health system faced: use of the health reserve, calls for volunteers among students, retirees...This crisis revealed to the general public the challenges represented by recruitment, replacement and reinforcements to deal with a "peak of activity" without completely disorganizing our system of care.

Nevertheless, outside the COVID context, the problem of human resources management is permanent in this high -tension sector which must face two main trends:

This is a reality, we note a disorganization of health establishments which generates the exhaustion of "over-surveyed" teams and thus accentuates absenteeism.Pré-Cavid, there was not a week without our finding in the press the service of a strike health establishment to claim an improvement in working conditions, a reorganization of services or a salary increase.

Staff management based on controlled and "anticipative" recruitment has become impossible.It has given way to managing the workforce suffered and in an emergency.Health establishments must reorganize accordingly and face this new challenge by finding a fragile balance in a new changing environment.The management of replacements and reinforcements gradually replaces recruitment.

In response to recruitment tensions, HR decision -makers can integrate new models into their human resources management policy:

Several lines of work are available to HR decision -makers, in particular:

For HR managers, the main challenge is to be part of this paradigm change with a proactive, agile and efficient organization in terms of replacement and reinforcements;And thus find the optimal balance at any time.